EPPP I/O || with 100% Accurate Solutions.
steps to establish criterion-related validity correct answers 1. job analysis
2. select/develop predictor
3. administer predictor and criterion (current employees = concurrent validity; applicants =
predictive validity)
4. correlate predictor and criterion scores
5. check for differential validity and unfairness
6. evaluate incremental validity
7. cross-validate
#4 results in correlation coefficient
cross-validate correct answers performing steps to establish criterion-related validity again
graphic rating scale correct answers - rate performance on dimensions via continuum (Likert
type)
- accuracy improves with behavioral anchors with critical incidents
critical incidents correct answers specific behaviors that lead to good or bad job performance
behaviorally anchored rating scale (BARS) correct answers - identify critical incidents as
anchors for each evaluated dimension
- time consuming to develop
absolute measures correct answers - vs. relative (comparative) techniques
- rating scale for job performance
frame-of-reference (FOR) training correct answers provide raters with common conception of
multidimensional nature of job performance and what constitutes effective and ineffective
performance on each dimension
rater biases correct answers - limit accuracy of subjective criterion measures
- best addressed by rater training focused on evaluation vs. focused on avoidance bias
halo effect correct answers - rater bias
- rater evaluation on one dimension affects evaluation OF ONE EMPLOYEE on other unrelated
dimensions
criterion measures correct answers - to assess employee performance
- objective or subjective
, - peer ratings
- supervisor and peer ratings agree more
objective (direct) criterion measures correct answers - quantitative measures of production
- inadequate
- biased by situational factors
central tendency bias correct answers - rater bias
- rater uses only middle range of scale
job evaluation correct answers to determine relative worth of jobs to set salary/wages
(comparable worth)
leniency/strictness bias correct answers - rater bias
- rates all employees: high (leniency) or low (strictness) on all aspects of job performance
job analysis correct answers - clarify requirements of job (knowledge, skills, abilities)
- basis for developing criterion measures (predictor)
criterion deficiency correct answers - standard for evaluating criterion measure
- deficient to degree criterion
- does NOT measure ultimate criterion
critical incident technique correct answers - rating scale
- use critical incidents to evaluate employee
forced choice correct answers - rating scale
- two-four alternatives considered equal in terms of desirability
- rater identifies which items best or least describe ratee
- time consuming to develop
forced distribution correct answers - rating scale
- assign ratees to predetermined categories
- normal distribution
- grading on a curve
relative (comparative) techniques correct answers - rating scale
- require rater to compare performance of 2+ employees
- help alleviate rater biases
- force distribution of ratings
paired comparison technique correct answers - rating scale
- rater compares every ratee with every other ratee in pairs on dimensions of job performance
- increasingly cumbersome
criterion contamination correct answers - standard for evaluating criterion measures
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